工作中创新的必要性.docx

1、工作中创新的必要性工作中创新的必要性创优论文 整理在日常的工作中因为需要增加适应性竞争力和劳动力市场的灵活性,是为了促进创新和创造力(通过实践来学习和学习使用)，于是如何灵活均衡运用成了必须具备的学习项目。终身学习在快速变化的市场背景下是至关重要的，它可以让人们在就业中学习到新技能以便于更好的工作。本文指出在创新过程中的创新思路和技能，研究角色技能在劳动力市场中占据的比重,以及创新活动中描述和职业参与的量化技能的多样性。罗马尼亚的公共资金与欧盟成员国资金相比,行动的主要方向以促进创新和建立创新政策的原则。 我们举一个现实的研究案例,假设需要把罗马尼亚劳工市场变为“永久”1,会出现增加竞争力、市

2、场动态、使用新技术、信息的数量、工作不安全感、劳动力市场波动等。这些过程的出现会使失业率上升和长时间的经济危机发生的加剧,通过终身学习会发现，灵活运用劳动力市场和就业保障的转型才可能保证不使这一现象全球化。In the context of rapid changes, lifelong learning is essential in keeping people in employment by making a good as possible correspondence between new skills and better jobs. The increased flexibi

3、lity of labour market due to the need to increase adaptability and competitiveness must be balanced by instant flexible lifelong learning programs, which promote innovation and creativity (learning by doing and learning by using). The article defines innovation and skills, investigates the role of l

4、abor market skills in the innovation process, describes and quantifies the diversity of skills and occupations involved in specific types of innovation activity. Having in mind Romanians low public funding compared to the EU States, the principles of the innovation policy and main directions of acti

5、on are established in order to promote innovation.We consider an useful and timely study, given the need to bring the Romanian labor market to permanent rush 1, that increase competitiveness, dynamic markets, using new technologies, the volume of information, job insecurity, labor market volatility

6、etc. These processes appeared difficult to control the intensification of globalization, rising unemployment and the occurrence of prolonged economic crisis that requires the transformation of the flexible labor market and employment security by ensuring the continuous training which has a primary r

7、ole. The next period will be characterized by dynamic growth markets and companies will be looking for innovative staff, well trained to contribute to timely completion of projects, adapted to fluctuating market: sharp increase in production, orders and circumstantial contingencies. In the new conte

8、xt, competitiveness is not something optional entry price is himself on the court (1). Everything changes in a measure to counteract accelerated and emerging challenges to look for another answer that will lead to increasing adaptability of labor markets in particular European and Romanian labor mar

9、ket. The solution found by academics and scientists to this challenge was the concept of flexicurity, based on the fundamental idea that the two dimensions of flexibility and security are not contradictory, but support each other. The concept has been widely debated and interpreted differently by th

10、e social partners, there are several definitions, among which, as a political strategy 3 or as a multidimensional concept 4. Therefore, adapting to new changes, require more flexible labor market combined with levels of security, addressing the new needs of employees and employers. Peoples confidenc

11、e in future employment opportunities in human capital, in decent work and labor market development needs urgently to be strengthened. At the same time, companies require an appropriate business climate, transparent and legal framework to increase business potential and create new jobs. Security rela

12、tes to training opportunities for all workers, especially those with low skills and older workers to enhance skills and achieving upward mobility. In conclusion, it wants a new interaction between flexibility and security that emphasizes the potential of obtaining results such as win-win (advantageo

13、us for both employers and employees), where it was traditionally perceived as a conflict of interest 5.Increased flexibility of labor markets due to the need to increase competitiveness must be offset by continuing flexible training programs, courts that promote innovation and creativity. Competenci

14、es (skills) for labor innovation have a key role in increasing innovation which has now become a decisive factor of economic development. For companies to adapt quickly and successfully the new challenges need innovative employees to be united for the same purpose. In general, there is a causal rela

15、tionship between increased demand for high levels of education, training and skills and offer technical and organizational innovation. In the literature, has shown that investment in equipment, innovation and human capital are generally complementary and mutually reinforcing. Rising skill requiremen

16、t is determined, on the other hand, the intensity of competition has changed the strategy of many companies across the diversified quality production. On the other hand, in developing and disseminating technical and organizational innovations an important role is played by non-S & T Workforce. In th

17、e literature there are many definitions of the concept of skill, and there is no generally accepted precise definition (The Notion of skill has been one of the most elusive and hardest to define concepts in Labor Economics (Lafer, G. (2002 ),The Jobs Training Charade, Cornell University Press, Ithac

18、a and London, 2002: 75). In general, this concept refers to assets productive workforce, which are acquired through learning activities. In Bussines Dictionary, the concept of skills is defined as An Acquired Ability and capacity through deliberate, systematically, and Sustained effort to smoothly a

19、nd adaptively carryout activities or job functions involving complex ideas (cognitive skills), things (technical skills), and / or people (interpersonal skills). The main indicators used in the literature that reflects the impact of technological change on the qualifications are: distribution of emp

20、loyment by level of occupation, employment distribution by level of education, methods of allocation of labor by level of education and belonging to a sector of performance (in meaning of statistics in Romania), measuring changes in job tasks and characteristic attributes needed to succeed at work,

21、studies of employers or employees to determine skill levels needed to succeed at work. Investment in innovation intensity is not homogeneous on the economy, but varies considerably depending of industry and company size. Investment generates a variety of skills workforce needed to implement activiti

22、es.Innovation is defined as the implementation of the new or significantly improved product (good or service), or process, a new marketing method or a new method in business Organisational practices, workplace organization or external relations (Oslo Manual, Third Edition, OECD and Eurostat, 2005: 4

23、6). Research and development is a key part of innovation activity, defined in the literature as creative work undertaken systematically on the basis in order to increase the stock of knowledge, including knowledge of people, culture and society, and the use of this stock of knowledge to devise new a

24、pplications (Frascati Manual, 6th edition, OECD 2002b). Research development includes three activities: basic research, applied research and experimental development. To identify the important skills in achieving innovation studies have been undertaken 5 which revealed that over a quarter of busines

25、s that have innovated believe that lack of qualified personnel was a constraint in their ability to innovate . Other factors such as direct cost, small size and excessive risk market barriers have been identified as a high percentage of companies that have innovated. There are a variety of necessary

26、 skills for innovation and also difficult to achieve a correlation between different measures of skills, such as occupation and education, on the one hand and intensity of innovation in the industry, on the other.Analyzing the distribution of labor by sex and educational level, Figure 1., We can see

27、 that women represent the largest share in total workforce with higher levels of education, colleges of supervisors and specialized or technical school - namely, 50; 66%; 50,.36% and 48,24%. Instead, one can observe a higher proportion of men among graduates of vocational schools and apprenticeship

28、70,83% respectively, compared to 29,17% for women, indicating that men leave early and start the business education. Although level of education of women is higher men, it seems that further professional development, career advancement of women that is much slower, requiring implementation of specif

29、ic measures to accelerate it.Regarding the distribution of the occupations of the employed population in 2010, the majority of people are in the group of occupations skilled workers in agriculture, forestry, hunting, fishing and fisheries, in percentage of 24,2%, followed the group Other occupations

30、 as a percentage of 22,6%, occupations clusters with fewer employed people are Leaders of public authorities at all levels ., 1,9%, followed by group administrative officials 4, 6%. Note that the group of occupations specialists with higher qualifications includes only 10,8% of the employed persons.

31、 Also, men are present in a greater groups of occupations that require substantial physical effort 79,19% of all skilled workers in industrial, construction, transportation, telecommunications etc. and 58,64% of unskilled workers .The analysis of distribution of employment by education level of long

32、-term education may notice certain changes in this period. Thus, given the growth of 69% in the period 2000 - 2010, respectively from to 1.314.661 people, people with higher education category occupied specialist with higher education and scientific varied a little between 68.75% and 71.5%, reaching

33、 in 2010, 69.06% of total value. Category of occupation Farmers and workers skilled in agriculture, forestry and fishing posted a significant drop in the share of workers with higher long-term education, indicating a low tech of the field and, therefore, the innovation in this basic economic activity.